Bianca C. Bradley

Bianca Bradley

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Cross Border Talents

I redesigned a recruitment dashboard that increased retention rate by 65% and saved the company €6K every month.

CBTalents is a global recruitment company with 200+ recruiters working remotely across 4 continents.

Product: SaaS recruitment database

Role: Product Owner & UX/UI Designer

Duration: 7 months

Deliverables: Web (12 screens)

Tools: Trello, Figjam, Figma, GitHub, Plesk, Zoho forms, Adobe CC, Sendinblue

The problem

Since its creation in 2013 recruiters were facing several issues that reduced their productivity, lack of updates and overlapping of information regarding candidates. Newcomers don't know how to use, the managers can't take part of the onboarding and the maintenance is not streamlined.

The problem

The goal

Redesign the current Talent Pool for company candidates, ensuring an updated user experience for both the internal team of recruiters to upload candidates and for

companies to connect with top candidates for their teams.

The goal

Redesign the current Talent Pool for company candidates, ensuring an updated user experience for both the internal team of recruiters to upload candidates and for

companies to connect with top candidates for their teams.

As part of my role I was responsible for:

📌 Pitch a recruitment database redesign to stakeholders

📌 Design new features and improve experience

📌 Onboard freelance developers within the provided budget

📌 Give training for more than 45 recruiters on how to use the new tool

📌 Pitch a recruitment database redesign to stakeholders

📌 Design new features and improve experience

📌 Onboard freelance developers within the provided budget

📌 Give training for more than 45 recruiters on how to use the new tool

Hearing from more than 40 recruiters remotely working worldwide

I regularly onboarded over 30 new recruiters each month, introducing them to the company culture, tools, and team. I knew every manager they’d work with and served as the main contact for any technical issues.

Who were the International Recruiters:

• Interviews scheduled everyday

• Commission-based professionals

• Live in more than 35 different countries

• Work fully remotely

• Interviews scheduled everyday

• Commission-based professionals

• Live in more than 35 different countries

• Work fully remotely

• Interviews scheduled everyday

• Commission-based professionals

• Live in more than 35 different countries

• Work fully remotely

"As an international recruiter, I want to register my candidates in the company database smoothly, so that I can navigate it without errors and work efficiently."

Why recruiters were quitting

the company?

One of the main issues we had was that Recruiters started quitting the company because the database was reducing their productivity with unclear usability and no

🖥️

Navigational

Lack of breadcrumbs that would allow users to know where they were and what actions to apply.

🕹️

Usability

With a confusing navigation, and errors users were struggling to interact and complete their tasks.

⏳

Performance

The large amount of errors and slow pages users couldn't complete tasks in time losing placement opportunities.

How might we redesign the web database experience to help recruiters quickly and efficiently find the information they need, regardless of their technical background or workflow context?

Identifying patterns & problems

Goals

• New candidate entry in less than 3 minutes

• Trusted info

• No duplicated candidates

• Talent Pool of candidates for special projects

• More familiar user interface

• Exclude unnecessary manual entry

• Create an onboarding flow

Why was it necessary?

• Recruiters get confused with data

• Dashboard flow is confusing

• No onboarding process for new recruiters

• The dashboard has a lot of dev errors

• More than 3 minutes to entry a new candidate

• Duplicated info causing misunderstanding

• Complicated user interface

• Too much manual work

Why was it necessary?

• Recruiters get confused with data

• Dashboard flow is confusing

• No onboarding process for new recruiters

• The dashboard has a lot of dev errors

• More than 3 minutes to entry a new candidate

• Duplicated info causing misunderstanding

• Complicated user interface

• Too much manual work

Why was it necessary?

• Recruiters get confused with data

• Dashboard flow is confusing

• No onboarding process for new recruiters

• The dashboard has a lot of dev errors

• More than 3 minutes to entry a new candidate

• Duplicated info causing misunderstanding

• Complicated user interface

• Too much manual work

Goals

• New candidate entry in less than 3 minutes

• Trusted info

• No duplicated candidates

• Talent Pool of candidates for special projects

• More familiar user interface

• Exclude unnecessary manual entry

• Create an onboarding flow

Goals

• New candidate entry in less than 3 minutes

• Trusted info

• No duplicated candidates

• Talent Pool of candidates for special projects

• More familiar user interface

• Exclude unnecessary manual entry

• Create an onboarding flow

Testing versions, mapping tasks & users permissions

The features recruiters needed the most

Released beta version to validate core functionalities with real users before launch

📌 Easy to find candidates

📌 Help center

📌 Talent Pool improvement

📌 Data protection

📌 Easy to find candidates

📌 Help center

📌 Talent Pool improvement

📌 Data protection

Conducted a company-wide survey

• Followed up with video calls to dive deeper into usability pain points

• Focused on identifying friction in daily tasks and missed expectations with the tool

112 Recruiters
38 Viewers
22 Participants

The impact: retention, productivity, and trust

• Followed up with video calls to dive deeper into usability pain points

• Focused on identifying friction in daily tasks and missed expectations with the tool

80% increase

Increase in overall team productivity, significantly streamlining the recruitment process.

85% increase

Following the successful implementation of the new database, we achieved remarkable results, including the resolution of 85% of previously identified errors.

65% reduction

Reduction in dropouts, indicating a marked improvement in the retention of potential candidates throughout the recruitment cycle.

• Followed up with video calls to dive deeper into usability pain points

• Focused on identifying friction in daily tasks and missed expectations with the tool

80% increase

Increase in overall team productivity, significantly streamlining the recruitment process.

85% increase

Following the successful implementation of the new database, we achieved remarkable results, including the resolution of 85% of previously identified errors.

65% reduction

Reduction in dropouts, indicating a marked improvement in the retention of potential candidates throughout the recruitment cycle.

• Followed up with video calls to dive deeper into usability pain points

• Focused on identifying friction in daily tasks and missed expectations with the tool

80% increase

Increase in overall team productivity, significantly streamlining the recruitment process.

85% increase

Following the successful implementation of the new database, we achieved remarkable results, including the resolution of 85% of previously identified errors.

65% reduction

Reduction in dropouts, indicating a marked improvement in the retention of potential candidates throughout the recruitment cycle.

What would I do differently with more time?

With more time, I would have implemented the full UI design system to improve visual consistency and usability. I also would’ve conducted a second usability round post-launch to validate adoption and uncover opportunities for further refinement.

💡 Compliance & docs for faster onboarding

💡 Up to date interface

💡 All recruiters work data in one place

💡 Compliance & docs for faster onboarding

💡 Up to date interface

💡 All recruiters work data in one place

💡 Compliance & docs for faster onboarding

💡 Up to date interface

💡 All recruiters work data in one place